Pennsylvania Diversity Plan Statement

December 28, 2005

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I. Diversity Overview

Introduction

On behalf of Boyd Gaming Corporation, we are pleased to be able to present our comprehensive Diversity Plan related to the exciting opportunities that exist in Pennsylvania. The Boyd Gaming Family firmly believes that embracing and cultivating diversity is the basis upon which our company will grow and thrive. For over thirty years, our doors have been open to any employee or supplier who has the desire to work with our company or do business with us, regardless of sex, ethnicity or cultural orientation. We at Boyd Gaming believe it is both the right business strategy and the right thing to do.

Integrity and respect is ingrained in our fundamentals and impacts every facet of our business. We proactively encourage women and minorities through our hiring, training and efforts to develop our Women, Minority and Disadvantaged Business Enterprise “WMDBE” supplier base.

Over the years, our richly diverse employee base has enabled us to become one of the premier gaming companies and we sincerely appreciate their efforts. We foster a work environment that provides opportunity for all people to excel and advance. When employees and suppliers are treated with respect and dignity, this equates to outstanding customer service and product which is critical to a successful operation. On the supplier side, we understand that partnering with women and minority owned businesses creates limitless opportunities to share business knowledge, expertise and ultimately assist each other to grow, expand and prosper. We have aggressively pursued diversity in employment and in our supplier base in other states and we believe this experience is critical to the success of Boyd Gaming in Pennsylvania.

As you read through our Diversity Plan we hope you get a sense of our commitment to the communities that we operate in and the commitments that we are making to the Commonwealth, local communities and people of Pennsylvania. The culture of community service starts with my father, Bill Boyd who truly believes in giving back to the community. These are not just words; our actions are evident as we share some of our success stories and some of our innovative ideas with you in this diversity plan. There is an old saying which is appropriate as you read through our Diversity Plan; Tell me and I’ll Forget; Show me and I’ll Remember; Involve me and I’ll Understand.

Sincerely,

Marianne Boyd-Johnson, Senior Vice President and Chief Diversity Officer Vice Chairman of the Board of Directors

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Company Operating Overview

Boyd Gaming Today:

19 Properties in 10 Distinct Markets and 6 States Started with the California Hotel in 1975 Trading on the NYSE (“BYD”) since 1993 Headquartered in Las Vegas Approximately 30,000 employees

Following Recently Announced Industry Mergers, Boyd Gaming Becomes One of the Largest Operators

Over $2 Billion in Pro-Forma Revenues Over $600 Million in Pro-Forma EBITDA $4 Billion in Assets

Boyd Gaming is a diverse company with operations throughout the country.

Downtown Las Vegas

Las Vegas Locals Riverboats

CALIFORNIA FREMONT GOLD COAST PAR-A-DICE MAIN STREET SAM’S TOWN LV BLUE CHIP

SOUTH COAST* SUNCOAST THE ORLEANS ELDORADO

We would encourage you to visit www.boydgaming.com to learn more about the Company’s history and its operations.

Boyd Gaming Diversity Mission Statement

The Mission Statement is an effective tool for succinctly defining our goals and vision, and helps to keep us focused on them. The Mission Statement provides the necessary focus and reminds us of what we want to do, want to be and why it is important for us to do so. Boyd Gaming Corporation is a leading diversified owner and operator of gaming entertainment properties. We embrace diversity in every aspect of our business from our employees, to our purchasing programs, philanthropic endeavors, and our customers. Our commitment to diversity strengthens our company, our communities, and our people.

Las Vegas Strip

Atlantic City

SAM’S TOWN SHREVEPORT

JOKERS WILD BORGATA SAM’S TOWN TUNICA

STARDUST BARBARY COAST

DELTA DOWNS TREASURE CHEST

Boyd Gaming supports the Pennsylvania’s Gaming Control Board’s Mission to “enhance representation of diverse groups” which aligns with Boyd’s culture and Diversity Mission Statement.

II. Boyd Gaming Diversity Infrastructure

Overview and Timelines

In order to foster successful inclusion programs for employees and suppliers, it is critical to have support from the top down. An infrastructure has been established which is primarily responsible for the advancement of Boyd’s diversity initiatives. The Council acts as a facilitator of change to set agendas, to internally and externally market the Company’s goals and objectives. Boyd Gaming has promoted diversity in its operations since inception.

Corporate Diversity Council The Corporate Diversity council sets the diversity vision and objectives for Boyd Gaming. The Council meets quarterly to monitor current initiatives as well as set the direction of future programs.

The following table shows the organization chart supporting for the Corporate Diversity Council.

It is important to note that the Council is chaired by the Vice Chairman of the Board of Directors for Boyd Gaming. There are also two additional Company Board members as well as other members of senior management represented on the Diversity Council. This exemplifies that diversity is a priority of senior management.

The Company’s diversity initiatives can be separated into three distinct areas and below is a brief summary of their roles which will be more fully described in this Diversity Plan.

LUTHER MACKADVISOR

PURCHASING

PROPERTYDIVERSITY COMMITTEE

HUMAN RESOURCES CONSTRUCTION

MARIANNE JOHNSON, CHAIRDIVERSITY COUNCIL

Procurement: provides opportunities to develop and help Women, Minority and Disadvantaged Business Enterprises (“WMDBE”) grow.

Human Resources: provides opportunity to all minority employees and

applicants. Provides training and education programs to promote and develop current and prospective employees. The goal is to have a

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representative workforce which mirrors the demographics in and around the communities in which Boyd operates.

Construction: provides opportunity to minority contractors and facilitates

collaboration between large contractors and subcontractors.

The above summary is meant to demonstrate that Boyd has a formal infrastructure in place devoted to advancing Boyd’s and the Pennsylvania Gaming Control Board’s diversity initiatives. There is a system in place that provides for accountability both internally and as good corporate citizens, externally to the communities in and around our operations. As you read through the Diversity Plan, we will review some of our key strategies, accomplishments and challenges in other jurisdictions where we operate. We have learned from our experiences and continue to learn, adapt and be creative in our mutually beneficial endeavors to advance economic development, job creation and opportunities for individual and small businesses.

Philanthropy

Through our charitable giving program, Boyd Gaming strives to empower, enrich, enhance and enlighten the communities in which we operate. Our ultimate objective is to provide a better quality of life for our fellow citizens and we are proud of our long-standing reputation as a leader in corporate philanthropy. Our Mission for the Company’s philanthropic program is simple: Making a positive difference in the lives of the citizens who live, work and play in the communities in which we operate. Boyd Gaming contributed nearly $2 million in 2004 to recognized charitable organizations in Hawaii, Illinois, Indiana, Louisiana, Mississippi, Nevada and New Jersey, which are the states in which we do business with. This total does not include our employees’ individual contributions, nor does it account for the countless volunteer hours that they regularly donate. It is particularly meaningful when our commitment is recognized by others. We were proud to have been honored by the Las Vegas Chapter of the Association for Fundraising Professionals as their 2004 Outstanding Philanthropic Corporation of the Year.

Each year, Boyd Gaming provides for annual report on our giving programs which can be accessed through www.boydgaming.com via the Community Affairs link. The report goes into more detail on our individual property community involvement efforts. This path of giving would also include qualified organizations servicing the citizens of the Pennsylvania.

III. Human Resources

Overview Our Company’s co-founder, Sam Boyd, was one of the first casino operators to recognize the importance of diversity in the workplace - something unheard of in the late 1950s and early 1960s. He also was the first to employ women as dealers. Sam’s house policy was always that employees be rated on performance without regard to race, creed or sex. This commitment remains strong throughout the Company today. Boyd Gaming is committed to exploring all development opportunities for our employees through our extensive recruiting and training efforts. We also understand that diversity is about far more than just race and gender. Diversity includes factors such as personality, family and parental status, educational background, religious beliefs and work experience. Thus, having a truly diverse work environment benefits all employees by nurturing more effective teams,

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reducing conflict on the job and creating a greater understanding of our customers. Employment Commitment

Recruitment Our focus begins before our employees are even hired. We are seeking dynamic individuals who fulfill the needs of every culture and ethnicity in the area. Our Employment advertising will target the local areas of diversity to include but not be limited to the following;

State, county and local social & employment agencies Local minority Chambers of Commerce Local Minority Based Universities (i.e., Southern University & Grambling

University) Local employment agencies for persons with disabilities (i.e., Opportunity

Village Sponsorships) Local community and religious centers

Online and Telephone Application Process

Boyd Gaming offers our application process 24/7 to accommodate each individual’s needs. Our online system offers both Internet access and telephone access in both English and Spanish.

Spanish and English application process Digital automated EEO tracking which allow us to instantly track EEO

data 24/7 Internet or phone access

It is anticipated that we would start the recruitment advertisement and involvement in advocacy groups and colleges as described above at least twelve months prior to opening. Approximately six months to opening we will have more focused and targeted recruitment efforts and set dates and advertise the job fairs.

Employment Center and Job Fairs

Boyd Gaming will have a centralized employment center located near the facility. In addition, our employment staff will conduct traveling job fairs and would be scheduled to be operational at least three months prior to opening the facility. The locations will be strategically selected with a high probability of potential applicants of diverse backgrounds.

Training & Development

Our commitment to our employees does not stop at the recruitment phase. Once hired which is expected to be between 3-4 weeks prior to opening, each employee will be trained to include the following:

Orientation to the Company and Property Specific on-the-job training Diversity Awareness Training Boyd Style Customer Service plus many selected courses from the Borgata Case Study as well as Training

Classes currently offered at other Boyd Properties

Internal Communications

It is important to have a medium to communicate the Company’s goals and direction to our employee base. Every property generates periodic newsletters and we have a quarterly corporate communication piece called the Boyd Buzz. Every month we have a diversity column which talks about a particular aspect of our programs. Below are some of the examples of these articles.

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The Corporate Diversity Council will be providing general guidance to the property regarding the specific focus for the property and the related Diversity Plan which will include;

Review of employment process. Where are you advertising employment

opportunities? Are you reaching out to all diverse backgrounds?

Look at the diversity in your management ranks and benchmark where it is today and look ahead to tomorrow. Ideally, our management diversity should mirror the surrounding markets served by our business. Look at new recruiting resources when positions become open.

Departments that have delegated purchasing authority (i.e., Marketing,

Facilities) will be strongly encouraged (required) to solicit bids from at least one WMDBE in every bid process.

Increased level of participation in diversity memberships at the local level.

A representative will be assigned to take part in the luncheons and network (i.e., Chamber of Commerce) and document their attendance at these events.

Identify and carve out pieces of large business that smaller WMDBE

suppliers can handle. Coordinate with Boyd Procurement and work with those suppliers to determine opportunities. Document and market these successes.

Many smaller suppliers typically provide services/products that are not

specific to the general purchasing functions. All departments will be accountable to the General Manager to make their best efforts to include WMDBE’s in their bid process.

For measuring purposes; track how many fairs, networking opportunities

and functions were attended. As a result, we will track how many new suppliers have been added to the bidding process. Utilize the BeST for sourcing and follow-up.

Theme the employee cafeteria each month with food from different cultures

such as Black History month in January or Mexican food during Cinco de Mayo.

Establish a Diversity Bulletin Board displayed in back-of-house corridors to

be changed monthly with the above information and include corporate communications on diversity programs. The Company Diversity Mission Statement will also be posted on the Bulletin Board. Other items to include on the Bulletin Board are:

Boyd Buzz newsletter Corporate memos that address all employees Property Diversity Initiatives Corporate Press Releases – found on our website

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Write an article each month in the property newsletter that explains the history behind each cultural holiday.

Review all areas where magazines are displayed and ensure a diverse

selection of magazines.

Human Resource Conclusion

Our recruiting and training programs are meant to ensure different goals; we want to provide a workplace that our employees feel comfortable in and that they are given the opportunity for advancement. This translates to a fun and comfortable atmosphere for our customers. We can accomplish this by having a well trained and attentive employee base that is representative of the local communities and markets serviced by our business. We pride ourselves on the training and development of each individual team member. By emphasizing the career development of each valued and included team member, we ensure the retention of our most important asset….our employees!

IV. Procurement

Diversity Overview

The Procurement section of the Diversity Plan outlines our thoughts, operating strategy, programs and technology which function synergistically to provide Boyd and potential suppliers with a clear understanding of our goals and standards. An open channel of communication is critical to effectuate development of a flourishing supplier business relationship. We value the role of the supplier more than ever; especially smaller businesses who we believe can be bring value and innovation to the marketplace quickly. To this end, we have dedicated substantial world class resources which will be leveraged in Pennsylvania to fully take advantage of and develop the WMDBE supplier base. Many of the same procurement programs, philosophy and operating style which will be discussed in more detail are also applied to construction.

Diversity Philosophy

We are responsible corporate citizens and our activities should reflect,

include, and fully utilize the resources within the communities and surrounding areas in which we operate;.

Continue to develop a pool of diverse WMDBE suppliers that can grow

with Boyd and deliver quality product on time and with competitive pricing.

Make an economic impact in local and surrounding communities by encouraging new business opportunities and supporting diversity business affiliations.

Provide access to Boyd which includes new business opportunities and

support through national agreements, local distribution or special arrangements.

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Procurement Diversity Fundamentals

Participation in local diversity organizations, we don’t believe in just writing a check.

Identify staffing resources who will have responsibility for identifying and

development of WMDBE supplier base.

Establish mentoring and facilitation programs.

Increase public awareness by communicating procurement opportunities,

Partner large national suppliers with local and regional suppliers.

Pennsylvania Procurement Diversity Plan Summary

The following is a summary of the Procurement Diversity Plan. Each of the areas will be more fully explained in the pages that follow.

Community Outreach - Establish participation and representation in

national and local supplier diversity councils.

Identify qualified local and regional suppliers collaborating with state and local organizations and councils.

Procurement Resources

Leverage corporate and current operations staffing resources to

implement the Diversity Plan.

Internal training and development for diversity programs.

Supplier Relationship Management “SRM.”

Monthly measurement and reporting programs.

Community Outreach

At Boyd Gaming we take the responsibility of being good corporate citizens seriously, which is evidenced by our proven involvement in the communities in which we operate. We embrace diversity not as a thing we have to do but as the right thing to do. Our commitment to the community has as its roots in the desire to reach out and partner with the appropriate local, state, national business/community groups and the regulatory agencies to support our mutual diversity initiatives. We currently track and publish our company-wide community outreach participation, which includes vendor fairs, attendance at networking functions, and panel participation for all of properties across the country. We continue to support the use of certified WMDBE business partners. Boyd Gaming fully supports the recognized certifying agencies at the national and local level. We will also continue to align with the local Asian, Hispanic and

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Urban Chambers and with local professional groups that exist to promote economic development, inclusion and diversity. We will leverage our current affiliations and will expand our participation in local and regional councils. Current affiliations include:

National Minority Supplier Development Council Nevada Minority Business Council Louisiana Minority Business Council American Indian Chamber of Commerce of Nevada Women’s Business Enterprise National Council American Gaming Association’s Purchasing Diversity Task Force

Our planned Pennsylvania community membership and resource outlets are as follows:

Minority Supplier Development Council of PA-NJ-DE The Pennsylvania Minority Business Development Council Bureau of Minority & Women Business Opportunities The Women’s Business Development Center of Pennsylvania Local Chambers Coordinate memberships concurrent with Human Resources and

Construction Install Applicant representative on selected council Board of Directors

Boyd Gaming will collaborate and utilize the resources of existing state agencies of the Commonwealth such as the Pennsylvania Bureau of Minority and Women Business Opportunities (“BMWBO”) or the Department of General Services for the purpose of supplier certification verification, small business development and new opportunities. These resources will be actively pursued well in advance of the opening of the facility and would be coordinated with human resources and construction.

Boyd Gaming will continue to support and embrace the efforts of the Pennsylvania Gaming Control Board to promote economic development within and surrounding the communities in which we operate.

Procurement Resources In 2005 we created a new Boyd Procurement position of Economic Development Manager who is a valuable and accountable resource in developing and growing our diversity development initiatives. The general responsibilities of the Economic Development Manager are:

Identifying qualified WMDBE’s and matching their capabilities with business demands.

Increase awareness of diversity programs both internally and externally. Serves as conduit between the Company and WMDBE supplier base. Coordinate representation on regional diversity councils. Member of the Boyd Gaming diversity council. Perform the necessary due diligence for potential suppliers.

Mitigate costs associated with diversity spending program. Coordinate activities and collaborate diversity initiatives with Human

Resources and Construction

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Internal Training and Development In order for the Company’s Diversity Plan to work, it must be ingrained in the culture of our operations. Training for employees encompasses not only Human Resources but also Procurement, Construction and Design. There will be many new employees to Boyd Gaming and diversity training will be part of their orientation. Related to procurement, there will be focused training for managers and buyers who make purchasing decisions. In addition to the purchasing department, additional departments that have purchasing authority primarily include facilities and marketing. The Company will evaluate the talent available who may specialize in diversity training with local knowledge and resources to help us identify qualified suppliers. We can also integrate these outside specialists as part of our supplier relationship management “SRM” programs which will be described below. Where feasible, we would like to utilize the resources of the Commonwealth’s existing state agencies charged with enhancing and developing the WMDBE base. We would anticipate formalization of our training programs prior to the hire dates for the majority of the employees. As outlined in Section III of this Diversity Plan, there is a dedicated diversity column in the Boyd Buzz. Boyd Electronic Sourcing Tool “BeST” Boyd is pleased to be able to offer and utilize our Internet based sourcing tool which is a valuable resource to Boyd and potential suppliers. The more we know about our suppliers the better able we are to identify sourcing opportunities. BeST is a powerful tool which provides additional means for the supplier base to “connect” with the Company. We have made getting to BeST very easy and are one of the few companies that puts a link on the home page which takes the user directly to the suppliers site.

Once the Supplier tab has been clicked, this takes the user directly to the BeST home page Supplier Relationship Management We have discussed several aspects of the Diversity Plan through community outreach, internal training and through the use of technology. A critical component of the diversity plan is supplier qualification. One of the biggest challenges our smaller suppliers face is that they do not fully understand our business and the associated needs. Boyd Gaming has been very proactive in this area and has reached out to suppliers to explain our business, culture and plans. Due to the nature of the business and related demands, it is important for our suppliers to understand our needs. To accomplish this we encourage the following high performance standards for our suppliers:

Must be a viable business Reliable and timely distribution Must have Internet capabilities Financial stability Competitive pricing Product or service expertise Certified WMBE

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Reporting

Measurement programs are critical to the success of any diversity program. We have outlined many different aspects of our Diversity Plan for Procurement and it would be meaningless if we did not have effective, real time tools to measure our effectiveness. In conjunction with the updating of our technology and the BeST Internet portal, we will be able to do monthly internal reporting to management on supplier performance and spending. We will be able to manage the spending on a real time basis so that we can identify trends, opportunities and supplier performance within any reporting period. We currently have quarterly reporting requirements in other states and the management reports Procurement provides are valuable tools to gauge our effectiveness. We are currently working on expanding our reporting capabilities to the entire company as more suppliers update their applications through BeST.

Here is an article that appeared in the Boyd Buzz in 2004 which provides some background on our diversity spend reporting. Since this time and with the launch of BeST, we have made significant progress.

Company reporting capabilities diagram:

Conclusion

Procurement Conclusion The intent of our Diversity Plan is to clearly facilitate and expand our spending programs with local Pennsylvania based suppliers. We have substantial resources, experience, cutting edge technology and combined with a personal touch can provide for mutually beneficial supplier business relationships and to further the admirable goals of the Gaming Control Board and Commonwealth legislators.

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V. Construction

Overview Boyd Gaming Corporation promotes diversity by actively soliciting diverse participation in the bidding and negotiating process, both for contractors and subcontractors, and by fairly and objectively seeking to engage the most qualified contractors, subcontractors, vendors, suppliers and consultants when engaging in construction projects, including new construction, expansion projects and renovation efforts.

During the design and engineering phase of construction we seek qualified architectural, design and engineering professionals with appropriate experience commensurate with the size, scope and complexity of the project. We proactively seek diverse consultants including local, women and minority owned businesses.

Community Outreach

To ensure the broadest base of community, minority and women involvement in the construction process in Pennsylvania, we will work closely with the following organizations to assist in identifying qualified contractors;

NAMCA (National Association of Minority Contractors Association) AIA (American Institute of Architects) ASID (American Society of Interior Designers) National Minority Supplier Development Council

We also plan on working with the following local organizations;

Minority Supplier Development Council of PA-NJ-DE (MSDC); The PA Minority Business Development Council; Women's Business Enterprise National Council (WBENC); Women's Business Development Center of Philadelphia; Other local affiliations;

Montgomery County Diversity Council Urban Chamber Hispanic Chamber Asian Chamber

If a qualified WMDBE does not meet required bonding requirements, yet is otherwise capable, we will encourage partnership with larger qualified businesses to enhance visibility and facilitate growth of the smaller business.

We are committed to making our best and good faith efforts to obtain bids from WMDBE’s. We can leverage and utilize the Company’s internal sourcing tools, as described more fully in Section IV of this Diversity Plan. The BeST Internet site will have data regarding suppliers who have completed an electronic application including WMDBE’s. We can also utilize other corporate resources from Human Resources and Procurement to successfully implement this Diversity Plan in Pennsylvania.

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To assure the widest variety of qualified Pennsylvania participants we will create public awareness of the construction opportunities afforded by this project by publicity notices and advertisements. Advertisements will include a variety of ethnic specific media outlets including print, television and radio as well as reaching out to trade associations as listed previously.

We have discussed several aspects of the Diversity Plan through community outreach and the use of technology. A critical component of this Diversity Plan is supplier qualification. One of the biggest challenges our smaller suppliers face is that they do not fully understand our business and our associated needs. Boyd Gaming is very proactive in this area and reaches out to suppliers to explain our business, culture and plans. Contractor Performance Standards To this we encourage the following high performance standards for our contractors and subcontractors:

Contractors must be licensed in Pennsylvania in order to encourage growth and positive economic impact on state and local economies

Designated contractors will be required to employ licensed Pennsylvania

subcontractors and both will be required to obtain bids from minority and women based businesses where feasible

Require participation by the general contactor in a building and construction

trades apprentice programs

The stated goal of our construction department is to develop a pool of qualified local residents who are able to meet the admission requirements and demands of trade union apprenticeships programs

Must be a viable business with the appropriate business and contractor

licenses

Possess reliable and timely distribution

Must have Internet capabilities

Be financially stable

Offer competitive pricing

Have product or service expertise

If they are a WMBDE they must be certified as such.

During the bidding and procurement phase we will competitively bid or negotiate every project and seek to include qualified local WMDBE’s in the process were it is feasible. Contractor and construction management contracts will be sought

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with companies that have the appropriate experience commensurate with the size, scope and complexity of the project.

Reporting

Reporting is a key tool that enables us to accurately measure the success of our diversity efforts. Contractors will be required to include minority and women owned businesses in the subcontractor bidding and negotiation process whenever available and maintain accurate records detailing the reasons that any WMDBE could not be utilized.

Construction Conclusion

Diversity is a critical component in our culture and approach to construction. From inception to opening day, our foundation must be solid and we will focus on the economic growth and strengthening of local and state economy as we have done in other areas of the country which we operate. This will be accomplished by establishing long-lasting relationships with the people and businesses of Pennsylvania. We are committed to building these relationships by becoming part of your community and working with your diverse residents. No one knows an environment better than the people who have been a part of a community and raised their families there. The complexion of Pennsylvania is multihued and we believe we can meld with you and enhance opportunities for the people who live in Pennsylvania. We will award the general contractor bid to a Pennsylvania licensed contractor and the contractor will be responsible and accountable for utilizing Pennsylvania licensed subcontractors whenever feasible. Each will be responsible for seeking WMDBE’s to be involved in the bidding process. Through unity and diversity there is strength with which we are committed.

VI. CONCLUSION

We are pleased to be able to present our Diversity Plan for our proposed project in Pennsylvania. As you have seen in this Plan, we can provide substantial resources in furtherance of economic development. We are continually exploring new ideas and concepts as a responsible business in the gaming industry. The Diversity Plan is not a static document and as we continually evolve our programs and practices, we are committed to incorporating these enhancements in our proposed operations in the Commonwealth. These are not only words; we believe our track record speaks volumes of our commitment to the communities in which we operate.

Collaboration is the Key

In order for this Diversity Plan to be fully effective we need to work closely with the Pennsylvania Gaming Control Board, other governmental agencies as well as other advocacy groups as we implement this Diversity Plan. We do not view economic development as something that has to be done as a regulatory mandate. We have found that mandates do not get the required buy-in from stakeholders and we prefer to view our diversity programs as a Company imperative which underscores our success. We have made the business case for diversity

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internally to our employees and externally to our suppliers. Collaboration and partnership; getting all respective parties to take personal ownership and pride, is truly the key to success. We encourage an open dialog with all respective parties as we move forward on this exciting opportunity.

“If man is to survive, he will have learned to take a delight in the essential differences between men and between cultures. He will learn that differences in ideas and attitudes are a delight, part of life's exciting variety, not something to fear.”

Gene Roddenberry